Employer-employee Relationship Research Articles

Ethnic diversity on boards and its interaction with gender diversity: should they have any beneficial effects on HRM?

PurposeThis study deals with the issue of how ethnic diversity on boards in a given firm may influence its performance in human resource management (HRM). Moreover, the study also tests the interaction between ethnic diversity and gender diversity and examines their joint effect on HRM.Design/methodology/approachBased on prior research, we predict that, with increasing demographic diversity in organizations today, ethnic diversity on boards should have a positive effect on HRM. Moreover, gender diversity, as a most visible dimension of demographic diversity, should have both a direct positive effect and an indirect moderating effect on the relationship between ethnic diversity and HRM. Hierarchical regression analysis was conducted to test the hypotheses.FindingsOur data analyses show empirical evidence supporting our predictions. First, our study shows that employer–employee relationship can be influenced by ethnic diversity on boards. Second, the foregoing analyses highlight the importance of considering the interaction between different dimensions of demographic diversity, such as that between ethnic and gender diversity. With a higher level of gender diversity on boards, the positive effect of ethnic diversity on HRM can become more salient.Originality/valueThis research tests the benefits of ethnic diversity on boards for improving firms’ performance in HRM, thus making a contribution by helping to understand the effects of ethnic diversity in a more comprehensive way. We also document the beneficial moderating effects of gender diversity on boards for the first time.

Behaviour Change Techniques: An Application to Increase Employees' Willingness to Accept a Salary Reduction.

During the COVID-19 pandemic, many organisations worldwide asked their employees to accept a temporary salary reduction to manage the financial consequences of the unprecedented event. In this paper, we use a CEO's salary reduction announcement to all employees and investigate whether a behaviour change intervention using five selected Behaviour Change Techniques (BCTs) increases expat employees' overall willingness to accept a temporary salary reduction. We use mixed qualitative and quantitative methods, including survey and experiment, to test our hypotheses and frame our results. The results show that, while the direction of impact was positive, respondents were overall not significantly more likely to accept a temporary salary reduction. However, a significant effect was found for the individual BCT 'Modelling'. Participants were significantly more likely to accept a pay cut if they knew their senior management took a larger cut than asked of participants. The outcomes of this study suggest that the availability of a financial buffer and the strength of the employer-employee relationship play a, possibly more important, role in employees' willingness to accept a pay reduction. In addition, leadership matters as this study shows that people are more willing to accept a salary reduction when senior management leads the way.

Tests to determine employer-employee relationships in India: looking towards the future?

ABSTRACT The employer-employee relationship forms the foundation from which a host of social security benefits and labour rights emerge. Workers are traditionally classified as employees hired under a contract of service or independent contractors hired under a contract for service. Over the years, Indian courts have relied on the control, integration, and multi-factor tests to determine the correct nature of employment contracts. This article explores the evolution of these tests and examines whether the burden of proof in determining the existence of employer-employee relationships requires modification. It then dissects the efficacy of the current multi-factor test in emerging platforms and gig economies by looking at the standard form contract signed by a popular food delivery platform with its delivery partners in India. Finally, the article explores the ability of the newly enacted labour codes, particularly the Code on Social Security 2020, to address the classification conundrum and its consistency with precedents.

Comprehensive Analysis Of Background Screening Impact On Employee Experience And Organizational Outcomes

This comprehensive study examines the multifaceted impact of background checks on employee experience and organizational outcomes, with a particular focus on the implementation of a nationwide, standardized employment screening system. The research is guided by six interconnected themes: trust, transparency, fairness, diversity and inclusion, engagement, and retention. In the contemporary business landscape, background checks have transcended their traditional role as a mere formality, evolving into critical assets for enhancing employee satisfaction, organizational trust, and retention rates. This review synthesizes a wide array of studies to analyze the complex interplay between background screening practices and employer-employee relationships. It establishes robust evidence for how fair, transparent, and reasonable background checks can significantly enhance organizational commitment and employee loyalty. The results underscore the critical importance of awareness and transparency in the background check process, highlighting how these factors foster trust and perceptions of fairness, ultimately leading to positive employee attitudes and improved organizational outcomes. The study also delves into the potential adverse effects of excessive or biased background checks on workforce diversity, with a particular emphasis on historically marginalized groups and individuals with criminal records. It proposes that employers who embrace equality in the workplace and ensure that their background check processes are free from unlawful discrimination can cultivate and maintain a diverse, inclusive, and highperforming workforce. The implications for practice and research are far-reaching. To optimize employee experience and key outcomes such as organizational commitment, job satisfaction, and reduced turnover intention, employers must prioritize fairness, transparency, and inclusiveness in their background check processes. The study identifies critical areas for further research, including sector-specific effects of background screening practices and the impact of emerging technologies and data privacy concerns on background check processes. By reconceptualizing background checks as a strategic tool for building trust and enhancing employee commitment, rather than a mere compliance exercise, organizations can achieve superior outcomes across multiple dimensions of performance. This research provides a comprehensive framework for understanding and implementing effective background screening practices that balance organizational risk management with positive employee experiences.

The Ripple Effects of Bullying: Impact on Employees and Their Performance

For strongly securing the employer–employee relationship, it is important to have a desirable and positive working environment. This study investigates the impact of workplace bullying on self-concept, employee cynicism and life satisfaction, which effect employees’ performances. The survey has been conducted through the adaptation of standard tools among 200 employees working in various banks like ICICI and Axis to name a few. The analysis of data will be done through G*power software and SmartPLS4 software to apply structural equation modelling. Results revealed that the relationship between workplace and personal bullying on employee cynicism, self-concept and job performance of employees is significant which effect the employee’s satisfaction with life. It develops the turnover intention among employees. This study has very strong and valid implications for management for the employees of the banking sector. It will help in energizing and motivating their workforce more towards effective performances, which will make their well-being stronger. It will be effectively helpful in maintaining a productive working environment by prioritizing their daily role at the workplace. This study validates the relationship among the variables used in the study. It invites more research from a different perspective to identify the impact in understanding the role of workplace bullying which creates deviance among employees.

Fairness in E-Recruitment: Examining Procedural Justice Perceptions and Job Seekers’ Intentions

Corporate websites are crucial in recruitment, as the prospective applicants’ experiences in digital recruitment may influence their intentions. Therefore, understanding how opportunity-to-perform perceptions (OPP) integral to procedural justice experienced by potential applicants while visiting a corporate recruitment website impact their reactions towards the company can be key. This study aims to elucidate the influence of OPP on applicants’ intentions to apply (ITA) via corporate websites. Specifically, it explores the indirect relationship between OPP during recruitment and ITA one month after visiting a company website, mediated by organizational attractiveness and ITA measured immediately after and one week after the website visit. This multi-wave study collected 260 cases from master’s students in psychology who completed a questionnaire across waves. Hypotheses were tested using the PROCESS macro in SPSS. The findings highlighted a serial mediation pathway, wherein the indirect connection between OPP and ITA after one month was mediated through organizational attractiveness, ITA immediately after, and one week after website visits. The results highlight the importance of enhancing procedural justice corporate websites to influence applicants’ perceptions and intentions positively and improve recruitment outcomes. Future research should explore the effect of long-term justice perceptions as a basis for a sustainable employee–employer relationship.

Corporate Social Responsibility, Ethical Leadership, Organizational Climate and Employer-Employee Relations in a Trading Company

Workers are essential for organizational vitality, playing a crucial role in sustainable expansion. This study, anchored in social exchange theory, investigates corporate social responsibility, ethical leadership, organizational climate, and employer-employee relations in a Trading Company. Using quantitative, descriptive, comparative, and correlational design with a sample size of 162 out of 279 employees, the study reveals significant correlations among key factors. Despite the company's excellence, the researcher suggests there's room for enhancement.

Injuries at the Work Place: An Examination of the Basis for Claim Under Nigeria’s Employees Compensation Act (ECA) 2010

The Employer employee relationship has been in existence since the time immemorial, Master servant relationship was initially practiced up to the time where such relationship was abolished, which was replaced with an institutionalized relation i.e. Employer employee relations, where each of the parties has his own rights and duties spelt out by the Laws establishing and guiding their relationship. In most cases during the course of this relationship, parties may sustain an injury of different degrees, ranging from partial or permanent disabilities, at some instances to the extent of even loss of life in the course of that employment, depending on the nature of the employment. This work will explore the available statutes ranging from the International treaties which Nigeria happened to be a signatory to, and the other Nigerian legislations, and Case Laws regulating the Employee employer relationship with a view to examining such injuries based on their compensability and what will qualify them to be so i.e. the basis for the claim of damages based on the injuries sustained under the Employee’s Compensation Act 2010, and also to examine how such claims could be made appropriately in accordance with the law. At the end of this work, the Employer and employee would be better educated in the nature of the injuries that attracts compensation as well as what qualified them to be so, and how it could be done in accordance with the law

Quiet quitting in the Dominican Republic: the employers’ perspective

Purpose This study aims to explore the phenomenon of “Quiet Quitting” from the perspective of employers in the Dominican Republic, particularly in the context of changes brought about by the COVID-19 pandemic. Design/methodology/approach From a qualitative approach, based on methods of Grounded Theory, in-depth interviews were conducted with managers from various sectors. The data were analysed using open, axial and selective coding techniques to identify emerging themes. Findings The study identifies four main scenarios contributing to quiet quitting: Social Disconnection, Stress and Anxiety, Re-evaluation of Priorities and Changes in Job Expectations. These factors indicate a significant shift in the employee–employer relationship post-pandemic. Research limitations/implications The exploratory nature of this study limits its generalizability. Practical implications Organizations can mitigate quiet quitting by implementing flexible work policies, promoting work-life balance and enhancing communication between supervisors and employees. Social implications Addressing quiet quitting can lead to improved employee well-being, higher productivity and a more positive work environment. Originality/value To the best of the authors’ knowledge, this research is the first to examine quiet quitting in the Dominican Republic from the employers’ perspective, providing unique insights into this understudied phenomenon in the region.

Employer-Employee Relations Practices in Employment Relationship and the Impact on Productivity: Case Study of Government Hospitals Pharmacists’ Association (Ghospa), Ghana

Employer-Employee Relations Practices in Employment Relationship and the Impact on Productivity: Case Study of Government Hospitals Pharmacists’ Association (Ghospa), Ghana

‘Fostering resilience: the impact of supportive organizational culture on mitigating burnout in early childhood educators’

ABSTRACT Caring for toddlers is a demanding profession that could lead to negative emotions and behaviors. The objective of this study was to examine the impact of a positive organizational climate, job satisfaction, and self-efficacy on burnout and commitment, in turn leading to the reporting of misconduct and turnover intentions among childcare teachers. The study included 1,190 female childcare teachers from 119 daycare centers throughout Israel. The findings indicate that workload contributes to burnout (B = -.27; SE = .02) and dissatisfaction (B = .60; SE = .01). Furthermore, the findings suggest that a positive organizational climate and strong employee-employer relationship are negatively correlated with employee burnout (r = −0.356; p < 0.001; r = −0.178; p < 0.001). The more supportive the organizational climate the less likely that employee burnout will occur. The study concludes that nurturing a supportive organizational climate and building a strong employee-employer relationship can reduce employee burnout and its consequences.

What Contributes to the Greening of the Polish Energy Industry? Pro-Environmental Inclusive Leadership and Pro-Environmental Behavior—A Moderation–Mediation Analysis

The functioning of the energy sector in Poland has been changing over recent years, influenced by growing concern for the environment. The concept of inclusive leadership can play a key role in the emergence of behavioral changes related to the development of environmental awareness and the initiation of pro-environmental attitudes and behaviors by employees. The guiding objective of this study is to verify a moderated mediation model of the impact of pro-environmental consciousness (PEC) on the mediating role of the fulfillment of the psychological contract for the environment (PCFE) in pro-environmental inclusive leadership (PEIL) and pro-environmental work behavior (PEWB) relationships in the energy industry. By self-completing a survey questionnaire using the computer-assisted web interview (CAWI) method, responses were collected from 649 respondents employed in various energy industry organizations. Structural equation modelling based on maximum likelihood with bootstrap estimation was used to test the hypothesis model. The findings confirm the assumptions of the research model, demonstrating a direct relationship between pro-environmental inclusive leadership and pro-environmental work behavior. Additionally, a mediating condition was found, where the fulfillment of the psychological contract for the environment mediates the relationship between pro-environmental inclusive leadership and pro-environmental work behavior, and pro-environmental consciousness moderates this process. It was found that higher pro-environmental consciousness enhances the indirect effect of pro-environmental inclusive leadership on employees’ pro-environmental work behavior through the fulfillment of the psychological contract for the environment. This highlights the importance of the fulfillment of the psychological contract for the environment and a pro-environmental consciousness in the effectiveness of pro-environmental leadership. The analysis indicates that managers who apply a pro-environmental inclusive management style contribute to an increasingly pro-environmental consciousness and the promotion pro-environmental work behavior among employees. Furthermore, the indirect effect of green leadership on employees’ green actions, through the fulfillment of a psychological contract for the environment that is moderated by their pro-environmental consciousness, highlights the importance of environmentally conscious leaders in building effective employee–employer relationships. These relationships facilitate the implementation of initiatives that accelerate the pace of change and enhance efforts to build tomorrow’s modern energy industry based on low- and zero-carbon energy sources. Additionally, this is one of the first studies in the Polish energy industry to provide insight into the role and importance of green leadership and green behavior in the energy industry.

Innovative Utilization of Information and Communication Technology in Hotels: Perspectives of Managers of Star-Rated Hotels in the Kumasi Metropolitan Area

Even though information and communication technology provide an important role in hotel service and aid service efficacy in customer satisfaction, little literature exists on it in the study area. The study assessed managers’ perception of innovative utilization of ICT in star-rated hotels in the Kumasi metropolitan area. Emphasis was laid on the relevance and reasons for the innovative use of ICT in hotels. A qualitative approach was adopted for the study and 50 hotel managers were sampled. Thematic analysis was used to analyze the data solicited. Results of the study established that managers were of the view that the innovative use of ICT in hotel service was relevant and reasons for which the hotels have innovatively used ICT in their service delivery were achieved. However, the innovative use of ICT in hotels may create problems such as high cost of initial investment, cost of training employees and poor employer-employee relations. The study discovered that the hotels have made good use of ICT innovatively to sustain their business. The study unearthed that hotels must be abreast with ICT use as it has become a tool for attracting guests to hotels.

Training and education of specialists in the field of labour law

Objective/Aim: In the context of a constantly changing legislative environment and the necessity for professionals to develop their skills, the research focuses on identifying effective methods and tools that facilitate efficient learning and professional development in the field of labour law. This study aimed to propose a pedagogical technology for the preparation and training of specialists in the field of labour law and to assess the effectiveness of the training based on the specified technology. Method: The study involved 124 participants, with 63 in the experimental group and 61 in the control group. Statistical analysis was performed using Microsoft Excel. The student’s t-test indicated significant improvements in the experimental group’s training effectiveness, confirming the proposed pedagogical technology’s efficacy. Results: Consequently, implementing training and education technology for specialists in the labour law field was proposed to enhance the indicators. The criteria for the preparation of specialists in the field of labour law were delineated, including knowledge of labour legislation, consulting and support skills, analytical skills, communication skills, and continuous learning. According to the criteria above, levels of preparation for specialists in the field of labour law were established, namely high, medium, and essential. The proposed training and education technology for specialists in the field of labour encompasses the following tools: The utilisation of online platforms and educational resources, virtual classes and simulations, the incorporation of multimedia materials, the integration of adaptive learning technologies, the implementation of project- and problem-oriented teaching methodologies, the incorporation of interactive methodologies, the incorporation of cloud technologies and mobile applications, and the provision of assessment and feedback. Conclusion: The proposed pedagogical technology effectively enhances the training and education of labour law specialists. The experimental group’s significant improvement in learning outcomes confirms the technology’s efficacy. Implication: The findings of this research hold significant social implications. Improved training and education of labour law specialists leads to a more competent and effective legal workforce. This, in turn, ensures better protection of workers’ rights and fairer employer-employee relations, contributing to overall social stability.

‘It’s a reward for good performance’: exploring the role of employer–employee relationships in Canada’s two-step economic immigration system

ABSTRACT This article is based on personal narrative-style interviews with various stakeholders connected to Canada’s Temporary Foreign Worker Programme and delves into the significant role employers play in the two-step immigration system and to the rise of Canada’s Provincial Nominee Programme. The research draws from interviews with employers, settlement workers, union representatives, and government officials, shedding light on the transition from a human capital approach to immigration to an employment-driven system. At present, Canada’s Provincial Nominee Programme serves as the primary pathway for economic-class immigrants to obtain Canadian permanent residence. It is projected that by 2025, one-fifth of all new permanent residents will have been admitted through this programme, highlighting a shifting landscape where immigrant selection is increasingly being delegated from the federal government to other actors, such as provincial governments and employers. The article focuses on how stakeholders employ discretion within Canada’s two-step immigration system and explores the affective dynamics that this discretion produces. The findings illuminate how the delegation of immigrant selection to employers amplifies the importance of intricate human, economic, and administrative relationships. These relationships form complex webs of entanglement and mutual reliance, exerting a significant influence on the outcomes of Canada’s economic immigration process.

Fostering humanistic algorithmic management: A process of enacting human-algorithm complementarity

Unlike traditional employer-employee relationships, contemporary digital platforms use algorithms to control and regulate the crowd workforce. Although prior research has expressed concerns over dehumanization stemming from algorithmic management, limited scholarly attention has been dedicated to exploring how human management can complement algorithmic approaches to address these concerns. Leveraging a case study of an on-demand food delivery platform during the COVID-19 pandemic, we developed a process theoretical model that uncovers several drivers and mechanisms essential for the transition from mechanistic algorithmic management to humanistic algorithmic management. This model elucidates the dynamic substitution and complementarity of human and algorithmic management through four key mechanisms: replacing and dampening, compensating, enabling, and synergizing. It also delineates effective humanistic management actions in scenarios in which algorithmic decisions are insufficient, which contributes to both performance and humanistic outcomes. In the realm of contemporary crowd workforce management, where digital platforms employ algorithms, this research sheds light on the unique and timely insights into the role of human managers in enhancing the strategic and humanistic values of algorithmic technology.

The Impact of the DAC7 Directive on the Functioning of Platforms and Platform Operators, from the Perspective of the Legal Model of Their Collaboration with Individuals

Abstract In order to achieve the main objective of sealing the tax system, Council Directive (EU) 2021/514 of 22 March 2021 Amending Directive 2011/16/EU on Administrative Cooperation in the Field of Taxation (DAC7) introduces an obligation to report income obtained by sellers via a digital platform in one of the Member States. However, the implementation of the provisions of DAC7 in the field of reporting also has non-fiscal consequences. The DAC7 Directive interferes in the way sales platforms function, imposing additional obligations on them which are closer to models of cooperation in employer–employee relations than in B2B relations.

Accounting graduates’ perceptions on sustainability

PurposeThis study aims to test whether the perceptions of graduates of accounting-related degrees on the implications of companies’ commitment to sustainable development strategies can be influenced by certain factors associated with their previous training and characteristics.Design/methodology/approachThe study is based on measuring and analyzing the assessment carried out by a sample of students graduating in degrees that include accounting subjects for five consecutive years, from 2016–2017 to 2020–2021, both inclusive. Nonparametric statistical tests are used to determine the type of association between the factors that characterize the graduates and their degree of agreement with the training they received and its relationship with their role in implementing corporate social responsibility (CSR) and sustainability strategies in the company.FindingsThe study’s significant findings reveal that the respondents’ perception of the training they received and their opinion of certain benefits provided by sustainable development and CSR strategies in organizations are positively related. This insight is crucial, as it suggests that the training graduates receive plays a pivotal role in shaping their understanding and support for sustainability. The respondents’ opinions do not vary depending on their personal and/or work characteristics, except in the type of contract, as significant differences are observed between the self-employed and temporary or nonworking workers and between those with a permanent contract and those who are linked to the company with a temporary contract.Originality/valueIn a field where most studies focus on employee–employer relationships and human resource management policies, this research stands out. It delves deeper, not just into employees’ perception of sustainability but also into the causes of this perception. It explores what factors may be influencing employees’ opinions on sustainability, and importantly, it extends this analysis to graduates who will be in charge of these issues. This work covers a significant gap in the research, incorporating the study of variables such as personal characteristics and work-related aspects of employees and the training received in accounting matters.

Sustainable Human Resources Management and Psychological Contracts: Exploring Theoretical Anchors to Solve Relational Tensions in Employment Relationships

A core aspect of Sustainable Human Resource Management (S-HRM) has been its focus on developing high-quality employment relationships. This endeavor, however, has become increasingly complex, because the employee-employer relationship has undergone a profound transformation in recent years. This problem is further exacerbated by inherent tensions that surface when organizations aim to develop high-quality employment relationships in concert with sustainability-related goals. In this article, we intend to align theory and practice toward a more sustainable HRM by explaining how the psychological contract (PC) literature can provide new insights and perspectives to understand these tensions. We begin by delving into the nature and drivers of these sustainability-related tensions that arise when organizations strive to develop high-quality employment relationships. Next, we recount previous PC research that can inform the S-HRM literature to better understand how those tensions unfold. Finally, we identify concrete avenues for future research and discuss why integrating the PC and S-HRM literature could be an important path to expand our understanding of how to create more sustainable employment relationships.

Navigating political minefields: applying frames of reference of the employment relation to access negotiations to workplace ethnographies

PurposeThis paper aims to help workplace ethnographers navigate and reflect on primary access negotiations by scrutinising two of the concepts mentioned in the call for papers on this special issue: workplace relations and tensions. We introduce the frames of reference (FoRs) concept as used in the field of employment relations to the ethnographic community. We propose that the implicit frames of gatekeeper and researcher influence what they deem interesting for research, thus influencing the content of access negotiations. Moreover, we propose that tensions typically emerge when gatekeepers and ethnographers do not share the same frame of the employment relationship (ER).Design/methodology/approachWe explore the ER through Fox’s (1966, 1974) framework, taking inspiration from Budd et al. (2022), who applied FoRs to employer–employee relations. We adapt the framework to the relationships between workplace ethnographers and gatekeepers by theorising the characteristics of ideal types of gatekeepers and workplace ethnographers and exploring possible implications for when they meet in access negotiations. We distil lessons learnt from previous research by drawing on illustrative examples from the literature to suggest strategies for interacting with gatekeepers when tensions emerge, providing a pragmatic application of our contribution.FindingsAssuming that their FoR of the ER contributes to what they find to be of practical relevance/academic interest, we suggest that a (mis)match of gatekeepers’ and workplace ethnographers’ FoRs can lead to tensions between workplace ethnographers and gatekeepers, either remaining latent or becoming salient. We propose three possible strategies as to how to navigate these tensions during primary access negotiations.Originality/valueWhilst previous research has mainly focused on the ethnographer as an individual who needs to give gatekeepers a reassuring and enticing impression, we discuss how an important structural factor, an organisation’s ER setup, may influence access. We thus bring an important yet hitherto neglected aspect of organisational life into the debate on the pragmatic realities of ethnography, contributing to the discussion of how to navigate the tension between the “practical” need to convince gatekeepers and the need to fulfil one’s own standards of rigorous research and ethics.